Human Resources Director
This role is responsible for leading the Human Resources function for approximately half of the Power Systems Division’s business – Power Delivery and Reliability Division (PDRD), which is approximately $500M in revenue, five sites and approximately 1500 employees. The product lines within the division include three phase and single phase transformers, and voltage regulators. The HR Director reports directly to the VP/GM of the PDRD business and functionally to the VP-HR of Power Systems.
The successful candidate will lead the Human Resources function for four sites of operations within Power Systems Division, which include: three sites within Waukesha, WI, and Nacogdoches, TX. This role also is the functional leader of the marketing and engineering functions located in Guadalajara, MX. The role has one direct report, who owns the PDRD functions and PSD support functions including Opex, SCM, Finance, IT, etc.
This incumbent will establish solid business partnerships and driving functional excellence. Direct business partner responsibility for the business with 1500+ employees. Develop, implement and validate Human Resources programs, policies and initiatives aligned with short and long-term business plans. Foster a culture for workforce that promotes employee involvement, engagement, and a passion for customer excellence.
Key responsibilities include:
A. Partner with the VP/GM and the PDRD leadership team, PSD leadership team, and PSD functional directors to drive change, aligning human resources programs and initiatives with strategic objectives and annual business goals. Drive unified plans with measurable objectives that support business, financial and employee engagement goals.
B. As strategic business partner, work with Leadership teams to set direction, priorities and culture expectations, championing the Eaton Business System (EBS).
C. Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the EBS to achieve goals and objectives. Ensure that knowledge retention and sharing mechanisms are developed, continuously improved and sustained. Develop, optimize, document and standardize sustainable processes, sharing best practices across the division and larger organization.
D. Lead and develop skills of the Human Resources team to support business initiatives and goals including direct and functional reports. Encourage and drive knowledge retention and best practice sharing across the division.
E. Build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. Focus heavily on recruiting pipeline and retention of key roles, managers and employees. Manage and develop employee compensation/reward and recognition programs, driving pay-for-performance culture aligned with business objectives. Foster a culture of manager ownership and accountability of the employee life cycle.
F. Drive positive employee relations to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Exemplify and lead Eaton Values, Philosophy, and continue to be a steward for the Eaton Leadership Model including the attributes of Passion, Accountability, Learning, Transparency, Engagement, and Ethical.
G. Foster a culture where ownership of health and safety is embraced by all employees. Utilize MESH and functional resources to ensure compliance with state/federal/local safety requirements and drive zero incident culture.
H. Provide leadership guidance, coaching, and mentoring. Develop and implement solutions to organizational challenges by leading/coaching others through change.
I. Facilitate a culture where best practices are retained and shared across the PSD Human Resources organization and the business and identify opportunities for sharing between groups. Benchmark industry and local best practices to set stretch performance targets.
J. Be an active leader in the community and member of employer associations.
K. Other projects and duties as assigned.
- Experience working on a Union Avoidance campaign and/or directly within both Union and non-Union environments.
- Bachelor’s degree from an accredited institution.
- Minimum of 10 years of increasing responsibility in a progressive HR environment supporting manufacturing operations
- Must be legally authorized to work in the United States without company sponsorship.
- Must be willing and able to travel, including overnight and international travel up to 25%.
- Minimum of 15 years of increasing responsibility in a progressive HR environment supporting manufacturing operations
- Master’s degree in HR, Business, or Labor Relations
- Minimum of 1 year of HR experience working with employees or sites outside of the USA, preferably Mexico
- Minimum of 2 years of functional or direct leadership experience (direct reports)
- Knowledge of relevant USA local/ state/ federal employment laws.
- Significant experience with development of HR systems and strategies, leadership and organizational development and compensation administration.
- Demonstrated strategic thinking capability and business acumen; prior leadership experience as strategic HR business partner.
- Excellent verbal and written communication skills. Business writing expertise.
- Excellent facilitation/ coaching skills. Strong employee relations skills with the proven ability to drive change and leadership ownership/accountability.
- Strong leader of people with proven capability to empower, motivate and develop others.
- Strong drive for results and sense of urgency; data and metrics-driven. Strong project management skills with ability to lead a cross-functional business team.
- Ability to work in a matrixed environment
- Proficient in Microsoft Office tools
We make what matters work. Everywhere you look—from the technology and machinery that surrounds us, to the critical services and infrastructure that we depend on every day—you’ll find one thing in common. It all relies on power. That’s why Eaton is dedicated to improving people’s lives and the environment with power management technologies that are more reliable, efficient, safe and sustainable. Because this is what matters. We are confident we can deliver on this promise because of the attributes that our employees embody. We’re ethical, passionate, accountable, efficient, transparent and we’re committed to learning. These values enable us to tackle some of the toughest challenges on the planet, never losing sight of what matters.
Job: Human Resources
Region: North America – US/Puerto Rico
Organization: ESSG PSD Power Systems Division
Job Level: Director
Is remote work (i.e. working from home or another Eaton facility) allowed for this position?: No
Does this position offer relocation?: Relocation from within hiring country only
Travel: Yes, 25 % of the Time